The Department of Human Resources is responsible for the development, interpretation and coordination of policies and procedures for Human Resources and administrative functions of the City. This includes but is not limited to: administrative tasks, pay practices, training and development, employee benefits; staffing employment, discipline, compliance, legal issues and other related functions and activities. The Human Resources Director ensures the maintenance and legal management of all city employment records and other records as necessary. This department is responsible for providing professional advice to management on city policies and procedures, state and Federal Law and regulations, and any other areas that relate to Human Resources activities including but not limited to: EEO, Family Medical Leave, and HIPPA. Ensures that all local, state and federal laws, regulations and guidelines are complied with and keeps abreast of developments in the Human Resources field and employment law.
All applications for employment with the City of Crossville are taken through Indeed and only when there is a position open. All open positions are advertised on the City’s website, under “Jobs”.
The City of Crossville is an EEO/Affirmative action employer and does not discriminate on the basis of race, age, sex, religion, color, disability or national origin.
Leah Crockett
Human Resources Director
ADA Coordinator
Title VI Coordinator
Summer Edington Human Resources Assistant
Office – 931-484-5113 OR 931-456-5681
Fax – 931-456-1343
Email –info@crossvilletn.gov
The City of Crossville assures that no person shall on the grounds of race, color, national origin, sex or creed as provided by TITLE VI of the Civil Rights Act of 1964, the Civil Rights Restoration Act of 1987 (PL 100.259), and the Section 520 of the Airport and Airway Improvement Act of 1982 be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination under any program or activity. The City further assures that every effort will be made to ensure nondiscrimination in all of its programs and activities, whether those programs are federally funded or not. Any time communities may be impacted by programs or activities, every effort will be made to involve their leaders and the general public in the decision making process. Awards of contracting, concessionaires, and leases are made without regard to race, color, national origin, sex or creed.
The City of Crossville requires Title VI assurances from each tenant, contractor and concessionaire providing an activity, service or facility under lease; contract or franchise through the CIty. The City of Crossville also requires that such tenants, contractors and concessionaires require Title VI assurances of their subcontractors.
The Human Resources Administrator is designated as the Title VI Coordinator and, as such, is responsible for initiating and monitoring Title VI activities, preparing required reports and other responsibilities as required by 49 CFR 21.
Any individual(s) who believe they have been discriminated against under Title VI of the Civil Rights Act should contact Leah Crockett, Human Resources Administrator, who serves as the Title VI Coordinator, at (931) 456-5681 or 392 North Main Street, Crossville, Tennessee.
The Americans with Disabilities Act is a comprehensive piece of Federal legislation that provides disabled individuals legal protection from discrimination in a broad range of public sector activities.
a) This grievance procedure provides adequate and fair means by which disabled individuals may convey concerns to City of Crossville officials regarding encountered barriers.
b) This grievance procedure applies to all disabled individuals who are: participants in City of Crossville programs and services; City of Crossville employees; and/or prospective City of Crossville employees. A grievance is defined as any matter of concern or dissatisfaction arising from a condition which limits a disabled individual’s participation in City of Crossville activities, programs, services and/or employment.
c) Every disabled individual shall have the right to present a grievance in accordance with these procedures, with or without a representative, free from interference, coercion, restraint, discrimination, penalty or reprisal.
d) Any and all grievances and/or complaints shall be submitted to the office of the ADA Coordinator. The documentation shall include:
1. The name, address and telephone number of the complainant
2. The names, addresses and telephone numbers of associated witnesses;
3. A narrative and/or statement, in sufficient detail including date and time of the incident to fully define and explain the alleged violation of the ADA regulations;
4. A narrative and/or statement, in sufficient detail, identifying proposed recommendations, from the complainant’s viewpoint, to adequately resolve the alleged violation; and
5. Any other written information or documentation to more fully explain or identify the alleged violation.
(i) If the grievance is not covered under ADA, the Coordinator shall document the reason(s) why it is not covered and will notify the individual presenting the grievance. Notification shall be made not later than thirty (30) workdays following the filing date of the grievance. This thirty (30) day period may be extended upon the approval of the complainant and the ADA Coordinator in instances where investigation or research requires additional time for proper grievance or complaint consideration.
(ii) If the grievance is covered under ADA, the Coordinator shall notify the appropriate department and plan remedial action, if any. The plan of action shall include components required by ADA including a timetable and the name of the individual in charge of the action. The individual who presented the grievance shall be notified of the plan. Notification shall be made no later than thirty (30) workdays following the filing date of the grievance. This thirty (30) day period may be extended upon the approval of the complainant and the ADA Coordinator in instances where investigation or research requires additional time for proper grievance or complaint consideration.
e) All documentation, records and reports will be retained for a minimum of three (3) years and shall be held by the ADA Coordinator. The records will be subject to review by the grievant, the City Manager and open to the public.
f) The existence of the grievance procedure does not preclude any individual from pursuing any other remedies available under the law.
The ADA Coordinator is: Leah Crockett 392 N. Main Street Crossville, TN 38555 Phone: (931) 456-5681 leah.crockett@crossvilletn.gov
